How to set up an Effective Talent Acquisition Process? CNA IT Guide
The talent acquisition process is like a puzzle. Except every piece is painted white, and you need insights into how the pieces fit to put it all together. In other words – it is easy to describe and a bit tough to explain.
When the talent acquisition is up and running – the results speak for themselves. If anything, you don’t worry about keeping your recruitment pipeline intact. That’s why it is worth figuring out how to do it right.
In our previous article, we have talked about the benefits of implementing talent acquisition in general. This time we will talk about the process itself – the moving parts that make the wheels turn.
Why Do You Need a Clearly Defined Talent Acquisition Process?
The best way to describe talent acquisition in action is “cause and effect.” The way the process is organized defines the way it functions.
- The thing is – the talent acquisition process is the system, and as with every system, it relies on the sequences of actions that produce specific results. It is about making the most out of every step.
- In this case – it is about acquiring tech talent. And not just talent – the right kind of talent that positively impacts your business.
When done right – it is like a set of dominoes falling into place and making a picture. It sets the stage for proactive recruitment. Every process component paves the way for the succeeding one – it provides walls to the ball to bounce from.
Overall, the talent acquisition process revolves around the following integral elements:
- Composing a Talent Acquisition Strategy;
- Constructing a Talent Pipeline;
- Establishing Employer Branding;
- Managing Talent Relationship;
- Enabling Recruitment Process;
Let’s look at them one by one.
1 Composing a Talent Acquisition Strategy
The talent acquisition strategy is the foundational element of the entire process – it is the blueprint that:
- Aligns the business goals;
- Describes the needs;
- Defines the requirements;
- Sets the priorities of the proceedings;
- Establishes the framework;
In other words, it sets up the action. Because of that, it is critical to keep the strategy tight and in sync with the company’s business direction. Otherwise, it would dilute its impact.
The key thing that makes it work is to set a clearly defined vision of what you want to achieve with a talent acquisition strategy.
Here’s how you can pull it off:
- Talent Acquisition Strategy revolves around business goals. They define the requirements (such as Ideal Candidate Profile). In one way or another, the talent acquisition strategy is always reverse-engineered out of business goals. In this case, the goals function as ever-present beacons.
- The other important thing is understanding the market’s supply and demand. The ultimate objective of TA strategy is the convergence of these two so that the process will become perpetual.
- Furthermore, you need to study your company’s standing on the market. This aspect helps to clarify the course of action and required resources.
- Then there is competition. In particular, who the competitors are, what the competition’s resources are, how they hire people. So it is another aspect of the market to navigate against.
2 Constructing a Talent Pipeline
The talent acquisition process is continuous, with the ultimate goal of turning into something of a perpetual engine.
- The role of the talent pipeline in this process is providing human resources – processing talent further down the line.
- It is a tool to collect and maintain on-hand contacts that, with talent planning guidelines, enable a smooth recruitment process upon the emerging need.
You can say that the talent pipelines provide the lifeblood for the talent acquisition and recruitment process.
But how to pull it off? Here’s the way:
- Talent acquisition strategy provides the conceptual framework with needs and requirements for the pipeline.
- The needs and requirements are then matched with the market situation within its context. Therefore, it is crucial to determine how feasible it is to keep up with requirements within the market situation and the current state of supply and demand.
- The next step is to determine the supply sources for the pipeline – where to find people, who can recommend what kind of specialists, and so on.
- Then you need to set up a proper evaluation system to validate talent with set requirements.
With these elements intact – your talent pipeline will deliver the goods.
3 Establishing Employer Branding
Just like acquiring clients needs marketing presentation to showcase value proposition, acquiring talent similarly needs proper employer value proposition presentation to make it click.
- In one way or another, employer branding always plays the icebreaker role in the proceedings.
Its purpose is to explain what the company is about from the candidate’s (and consequently a potential employee) perspective.
- The thing is – you need to control your narrative, especially from the employer’s perspective.
- Even more so – you need to explain why bother working for your company in your target audience’s words.
That’s why companies should invest in employer branding in a nutshell.
Here’s how it works:
- You need to understand what drives tech talent – what makes them eager to consider.
- The company’s employer value proposition presents a pitch – it answers the “what’s in for the employee?” question: the benefits, the impact, the prospective.
- Then there is a conceptual side of the company – its mission, vision, and values. The overarching narrative of the company and the way it keeps the company going.
- The company culture and the way it is showcased to the candidate is what seals the deal. Culture match is one the most important things in getting a successful hire as it guarantees a mutually beneficial long-term commitment more than remuneration benefits.
These are the integral elements of employer branding that directly impact the talent acquisition process.
4 Managing Talent Relationship
Talent relationship management (aka TRM) is tricky. In a way, it is a continuation and extension of employer branding, but on a more personal ground level.
- While employer branding is about the company’s overall presentation, TRM is about nurturing the specific talent with a personalized approach.
- As such, TRM weaponizes networking.
On the other hand, the talent itself is interested in keeping the hand on the pulse regarding job opportunities, even if they are currently passive candidates. Because of that, TRM seizes the opportunity.
- Talent relationship management aims to form a robust and value-driven connection that eventually leads to applying and going further into the recruitment process.
Essentially, TRM is like inbound marketing. It structures the relationship with the particular candidate into a neat three-stage pipeline.
Here’s how it goes:
- Awareness – pitching the company and the vacant position.
- Consideration – giving the reason to consider the benefits of the opportunity, weighing pros and cons.
- Decision – taking action and applying for the vacant position.
It makes it far easier to track progress with the candidates and maintain regular communication so that the nurturing effect would be persistent.
5 Enabling Recruitment Process
Within the talent acquisition process context, recruitment is the culmination of the action. The previous stages greatly simplify the recruiting process itself. They make it smooth.
In one way or another, you can interpret every previous step as part of the recruitment process. Because of that, in this case, recruitment is the action itself – filling a vacant position and thus achieving the end goal.
- It is important to note that there is another essential element of the talent acquisition process beyond recruitment – onboarding. We will cover it in our next article.
The secret behind the best talent acquisition process
When done right, Talent Acquisition Process brings the structure to the proceedings. It gives a lot more understanding of how things are going and what influences the outcomes.
However, we should note that the secret behind the best talent acquisition processes is that they evolve.
- You need to keep in mind that you need to Track, Evaluate, and Adjust the process as it goes to make it as efficient as it needs to be.
- But that’s the topic for another time.
If you need help establishing a talent acquisition process or need assistance filling the hiring needs – our recruitment consultants can help you out. Drop us a line.